IBC
article here
As the strategic lead for Paramount’s Office of Global Inclusion
for International Markets, Wincie Knight works alongside both internal and
external stakeholders to implement initiatives that embed diversity, equity,
inclusion (DEI) and belonging within the company’s strategic priorities.
She
explains why people are her passion and why DEI at Paramount is no box ticking
enterprise and why she wants the wider IBC audience – as well as the specific
audience at her Sunday Changemakers session Committing to inclusion: How
to keep the momentum going? - to understand that operating within an
inclusive framework propels innovation forward.
The
M&E industry has made a (belated) start on inclusion. Can you give us your
opinion on how far it has to go?
First
of all, there’s always room for improvement when it comes to inclusion,
especially in the media and entertainment industry, which for decades, has been
perceived as far behind in this area of focus. While there has been a radical
racial awakening, with inequalities being brought to light across industries,
I’m proud to work for an organisation that has focused on inclusion long before
the murder of George Floyd.
We
have been dedicated to fostering a culture of inclusiveness for a long time,
one which holds leadership accountable for creating, developing, promoting, and
championing a diverse, multicultural workforce where all employees can achieve
and contribute to the company’s success. Our values are Optimism &
Determination, Inclusivity & Collaboration, and Agility & Adaptability
– and these are the guiding pillars for all we do.
Our
commitment to diversity, equity and inclusion (DE&I) has been part of our
company’s DNA from the very beginning, but truly came to life long ago,
beginning with the early days of BET and the 2005 launch of LOGO TV, the first
TV channel dedicated to LGBTQ+ content. More recently, our 2020 “No Diversity,
No Commission” pledge has made a tremendous impact on how we do business, and
just last year we launched Israel’s First Transgender Acting School through
Ananey, Paramount’s Tel Aviv-based Studio.
DE&I
is key in creating a sense of belonging among employees, partners and
creatives, but it takes time. More than 20 years into our journey, we
understand that change does not happen overnight, but we remain steadfast in
our commitment and intentional in our approach to making a difference both on
and off screen.
Is
there any research which can quantity the success of inclusion and
representation in the industry?
We
are continually learning how to improve upon our DE&I efforts by measuring
with data driven analysis, engaging leaders and listening to our employees. At
Paramount, our goal is to work against targets rather the quotas, focusing on
how to enhance and serve underrepresented groups.
When
it comes to our internal efforts, our bi-annual global Gallup survey
confidentially measures employee engagement and serves as a great data-driven
tool to see what we’re doing well, and where we need to improve. On the content
side, our Content for Change programs use robust data and insights to inform
the content we create, measure diversity in front and behind the camera, and
provide target goals for the writer’s room. And we help enhance
representation across the entertainment landscape through our various pipeline
programs that provide doorways for underrepresented talent to enter the
industry.
Finally,
it is worth mentioning Paramount’s global study “Reflecting Me”, which explores
how consumers around the world feel about representation on TV shows and
movies. This project included a survey of over 15,000 people aged 13-49 in 15
countries around the world.
The
study confirms representation in entertainment has the power to influence how
people and groups are perceived in everyday life. Being represented poorly is
painful to experience. One-dimensional representation isn’t good enough.
Audiences need to see the uniqueness and complexity of diverse characters.
Diverse and authentic representation is meaningful to audiences - and globally,
people want change.
How
do you change a company culture from a tick box mentality to one which puts
diversity, inclusion and equality at the core of its operations?
DE&I
is a long and shared journey that starts at the top. Senior leaders and
executives must first embrace this culture in order to truly foster a sense of
belonging amongst their teams. Having leaders who fundamentally care and want
to make a difference is key.
At
Paramount, we avoid the “tick box mentality”, because inclusion is always top
of mind, ongoing and iterative; in fact, Inclusion is Paramount, and is a
priority for our Paramount’s Board and senior leaders across the company.
We make sure to align our strategies to our pillars: Leadership Engagement,
Employee Investment, Workplace Initiatives, Content Diversification and
Community Linkages. This creates a strong framework for our efforts towards
diversity, representation and inclusion across the company.
In
2018 we launched our first Inclusion Week in the UK, with a week dedicated to
DE&I centred meetings, workshops and events. Since then, this initiative
has expanded globally, and serves as our annual opportunity to learn from
thought leaders, celebrate our differences and truly promote the value of
creating an inclusive culture.
Most
recently, we launched Paramount’s Impact Series, a new initiative created
earlier this year in partnership with the Office of Global Inclusion, that
focuses on cultivating equity and leadership across the organization through
ongoing programming. To date, we’ve hosted candid panel discussions featuring
our female leaders on topics from collaboration to wellbeing across Australia,
Argentina, Mexico, Italy, Canada and the UK.
Last
but not least, the program I am most proud of is our Employee Resource Groups
(ERGs). Here in Amsterdam, we recently launched our Proud ERG, which focuses on
empowering the LGBTQ+ community and its allies. We also have ParentHood, which
supports parents and caregivers, RISE, to celebrate Next Gen Leaders, WOMEN+,
empowering women across the workplace.
I
personally launched our Fusion ERG in the UK. This cultural melting pot serves
as a combination of all of Paramount’s culture, race and ethnicity centered
ERGs, where we celebrate everything from Lunar New Year to Black History Month,
Hanukkah to Diwali, and much more.
If
you are making a global blockbuster feature, how should executives be weighing
up storylines with LGBTQIA+ characters (or featuring, say, a trans actor)
against the possible censorship, negative publicity and loss of revenue in key
international territories?
Each
market presents its own unique challenges and opportunities, and we understand
we have to be surgical and intentional in our approach. While we carefully
abide by the laws in each of our markets, we continue to operate in a way that
is true to our company values.
We
are proud of a number of programs and initiatives that we’ve been able to
launch, including the Nickelodeon Writers and Artist Program, which continues
our commitment to inclusive talent pipeline and diverse representation for
creators and content they produce. Our Supplier Diversity Chain Program is
another fantastic initiative that strengthens our partnerships with diverse
suppliers, focused on businesses owned by women, minorities, LGBTQ+ people,
veterans and those with disabilities.
As
mentioned, DE&I is in our DNA, and you can see it in everything we do, in
every market we operate.
What
are the key messages you want to communicate to the IBC audience?
IBC
put innovation at the centre stage every year, so I think it’s important to
underline that innovation is an output of inclusive leadership. Fostering an
inclusive culture ensures the diversity of thinking which is necessary to
create something really game-changing, innovative. I want the IBC audience to
walk away from my presentation with the understanding that operating within an
inclusive framework helps innovation move forward. It is also a journey that
takes time. Change will not happen overnight, so don’t get frustrated if you
think you are not moving quick enough. As long as you have people and partners
in your corner that believe in the values of DE&I, you are moving in the
right direction.
What
3 things should all M&E companies be doing to ensure greater equality,
diversity and inclusivity?
Always
remind their people to be their authentic selves - create and foster a culture
of inclusion
Always
ask “whose voice is missing?”
If
you give someone a seat at the table, make sure they have all the tableware and
they feel comfortable to speak up!
What
gets you up in the morning? What are you passionate about?
I’m
passionate about people! What gets me up every morning and makes me feel happy
to go to work every day is the desire to create a culture where everyone feels
like they belong.
No comments:
Post a Comment